Our 2021 Gender Pay Gap report

All organisations with 250 or more employees are required to publish data on their gender pay gap (the difference in hourly pay between male and female employees) each year.

The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Please note that the gender pay gap is different from equal pay, which refers to paying men and women equally for the same or equivalent work and is a legal requirement.

As of 31 March 2021, there were 822 full time equivalent employees at The National Lottery Community Fund. Our median pay gap is 2.0% and our mean pay gap is 4.8%.

The median pay gap has decreased from 2.8% in 2020 and our mean pay gap has also decreased from 5.3%. We are well below the UK wide gender pay gap of 15.4% in 2021.

Bonus gender pay gap

In 2020, 716 employees received a bonus - 486 women and 230 men. This represents 96% of all females and 96% of all males in the Fund. The mean gender bonus gap – the difference between the average bonus pay of relevant female employees (taken as a single group) and the average bonus pay of relevant male employees (also taken as a single group) - is 18.4%. The median gender bonus gap is 0%.

Pay quartiles

The following table demonstrates the gender distribution across The National Lottery Community Fund. The first quartile contains employees on the highest rates of pay and the fourth quartile contains employees on the lowest rates of pay.

Quartile by salaryFemaleMale
Top quarter (highest paid)62%


Upper middle quarter70%30%
Lower middle quarter70%30%
Lower quarter (lowest paid)70%30%

We are deeply committed to our Fund-wide equity, diversity and inclusion (EDI) work. This includes using data such as this and importantly colleagues’ feedback and experiences, to collectively address any imbalances as an organisation.

David Knott, Chief Executive of The National Lottery Community Fund, recently established a new cross-Fund EDI steering committee, which he chairs. The committee will publish a strategy that sets out the specific actions, timeline and metrics we will use as a grant-maker and organisation. All steps we take towards improvement will be consistent with our renewed commitment to EDI.

Read our 2020 Gender Pay Gap report